Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

Business Operations

Management Level

Manager

Job Description & Summary

As a Talent Management Manager you will architect and champion a skills‑first talent ecosystem that embeds PwC Professional behaviours into the fabric of everyday work.
Your mandate is to cultivate a culture of continuous learning, agility and behavioural excellence—ensuring every colleague understands, develops and applies the capabilities the firm needs today and tomorrow. Partnering with leadership and HR teams, you will weave robust skills intelligence, cutting‑edge assessments and behaviour‑led rituals into people processes so our workforce remains future‑ready, engaged and empowered.

Key Responsibilities 

Skills Strategy & Governance 

Craft and continually refine the firm‑wide skills taxonomy, mapping emerging market demands to PwC capability frameworks. 

Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions. 

Establish governance for skills data quality, ownership and refresh cycles; champion the skills agenda in leadership forums. 

Partner with Tech and HRIS teams to embed a single “skills source of truth” across talent systems. 

Career Architecture & Mobility 

Design transparent, skills‑based career pathways that allow people to pivot, upskill and thrive in an uncertain market. 

Launch internal gig/marketplace pilots, matching project needs with verified skill profiles to maximise deployment speed and employee growth. 

Coach leaders to integrate skills signals into workforce planning, succession and reward decisions. 

Assessment Design & Validation 

Lead development of world‑class, psychometrically sound assessments (e.g., role‑capability batteries, situational judgement tests, credentialing rubrics). 

Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards. 

 

Learning Culture & Initiatives 

Embed PwC Professional behaviours into everyday rituals—e.g., start‑of‑meeting reflections, “Wins & Learns” huddles, peer shout‑outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit. 

Deploy (in partnership with the career development team) micro‑learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work. 

Co‑create firm‑wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation. 

Integrate social, experiential and stretch‑assignment learning into onboarding, academies and leadership programmes. 

Partner with Inclusion & Well‑being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift. 

Skills Data & Insights 

Build dashboards that surface real‑time skills supply vs. demand, identifying gaps, future‑critical capabilities and reskilling ROI. 

Translate analytics into evidence‑based recommendations for investment, vendor selection and programme optimization. 

Report regularly to the People Leadership Team, highlighting risk areas and success stories. 

Stakeholder Engagement & Change 

Influence senior partners to shift from role‑based to skills‑based talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves. 

Facilitate communities of practice that share success stories, peer coaching and emerging‑skills alerts. 

Required Skills, Knowledge & Experience 

10+ years in Talent, Performance Management or HC Business Partnering roles within complex, matrixed organisations (professional services preferred). Proven track record designing and implementing skills frameworks & culture initiatives at scale. Strong grasp of HC analytics, dashboarding and data visualisation (e.g., Power BI, Tableau). Fluency with HRIS / performance platforms; Experience with SkyHive is a plus. Excellent facilitation, coaching and influencing skills; comfortable engaging senior leadership. Bachelor’s degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable. 

Personal Attributes

Systems thinker able to connect strategy, data and human‑centred design. Continuous learner who experiments with emerging talent technologies and methodologies. Resilient, solutions‑oriented and adept at navigating change. Culturally agile, with a collaborative mindset aligned to PwC’s values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference. 

Education (if blank, degree and/or field of study not specified)

Degrees/Field of Study required:

Degrees/Field of Study preferred:

Certifications (if blank, certifications not specified)

Required Skills

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, Adaptability, Analytical Thinking, Career Development, Change Management, Coaching and Feedback, Communication, Confidential Information Handling, Continuous Learning, Creativity, Data Analysis, Data-Driven Decision Making (DIDM), Data Reporting, Development Collaboration, Embracing Change, Emotional Regulation, Empathy, Employee Performance Management, Human Resources (HR) Policies, Human Resources (HR) Project Management, Human Resources Management (HRM), Inclusion, Intellectual Curiosity {+ 19 more}

Desired Languages (If blank, desired languages not specified)

Travel Requirements

0%

Available for Work Visa Sponsorship?

Yes

Government Clearance Required?

Yes

Job Posting End Date